Participants in my presentation at the annual Disability Management Employers Coalition (DMEC) conference voiced concern about how to take the first step toward testing potential employees.
Join me on Thursday, September 6, 2018, at 2:00 p.m. (EDT), for a step-by-step discussion of how an employer should approach an employment testing program under ADA Title I and the 1973 Rehabilitation Act.
The Purpose of Employment Testing
Benefits and results to expect
The difference between testing for hiring, retention, and return-to-work
When can you legally test for hiring or retention?
Prepare Not to Discriminate
Create your testing policy: you control the rules
Select jobs for testing: don’t test all jobs
Do not offer a blanket test
How to select individuals for testing
Refusal to test versus refusal of employment
Physician and Vendor Roles in Testing
How to find a reputable testing vendor
Physicians and therapists are vendors
Buy the outcome: be leery of promises by salespeople
Judge vendors by answers to these important questions
You control the process, not the vendor
A charge of discrimination: you all go to court
Functional testing versus machine testing
A colossal database may be a garbage heap
Pay Attention to Your Outcomes
Disparate Impact: backpay for all
Everyone gets a trophy: this is not Little League